There’s a shortage in the industry, and 2022 figures pointed to around 110,000 tech jobs remaining vacant; with the increasing demand, this has likely not improved. Pair with seasonal demand spikes where techs are working irregular schedules, which require rapid scaling, and you’re in a tough spot.  

All these factors tend to leave you with a short window where you need to scale quickly, often beyond what local labor markets can support.  

For larger HVAC businesses, however, there is another option: Hiring across state lines. More contractors are expanding their search beyond their immediate region, looking to other states to fill critical roles. 

Why Location is The Real Problem  

Even within the US, there's rarely any discussion about how unevenly skilled technicians are distributed across states.  

Some markets are oversaturated while others are starved for qualified candidates, and navigating that imbalance is its own challenge, especially when you know the talent is out there but accessing it isn't straightforward. 

As an example, data from the U.S. Bureau of Labor Statistics shows California and Texas employed a similar number of HVAC technicians in 2024: roughly 34,000 and 32,000, respectively. However, Texas is among the fastest-growing markets for HVAC employment, while national data indicates that around 40,000 annual openings are driven largely by replacement demand.  

This highlights a broader point: The challenge isn’t just a shortage of techs, but where those techs are located. And for you, accessing talent in another state can be just as difficult as finding it locally.  

The Barriers to Clear When Hiring Across State Lines 

Now that there is a path to recruitment and hiring, understanding the barriers that could get in the way means addressing these to clear the path. 

Regulatory friction: Licensing requirements, regulations, and certifications vary significantly from region to region, and what qualifies a technician in one state may not hold up in another.  

This creates a real administrative burden, and if compliance isn't factored in early, it can stall a hire that looked straightforward on paper. 

Employment requirements: This is where work eligibility and local experience requirements come into the picture. Knowing what is expected and required within the state of choice can help prevent further delays and costly ones at that. 

An EPA certification is pretty much standard throughout the US, but there is no “national” HVAC license per se. So, your techs might need to re-test to meet local requirements. Compliance should shape the hiring timeline from the outset, rather than becoming a last-minute hurdle.  

Economic misalignment: Wage expectations vary significantly by state, meaning what counts as competitive pay in one market may fall well short in another.  

For example, with the more “top-paying states” like California or Washington, one can expect salaries to go up to about $70, 000 per year. Whereas with the “lower- paying states” like Mississippi, salaries tend to start at around $40,000 a year. Don’t be fooled, though. These salaries are generally dependent on the cost of living within the state, as well as climate-driven demand and local labor markets. 

The human factor: Relocation is a significant ask. Most candidates have family ties, financial commitments, and lifestyle considerations that make uprooting difficult.  

Employers who manage this early on in the process with prospects, whether through relocation packages or flexible start dates, are far more likely to close the deal. 

Making Cross-state Hiring Actually Work  

Here are two core considerations when pursuing hiring across state lines. 

Define transferable versus non-transferable skills. Not all qualifications carry over across state lines; what’s a valid certification in one state may not be recognized in another, so it’s worth identifying early on what translates and what will need to be earned again. 

Map licensing early. Licensing and compliance requirements should shape your hiring timeline from the start: not something you scramble to address once a candidate is already onboarded. Understanding what's required in each region upfront can save weeks of costly delays. 

Expand Talent Channels Strategically 

Cast your net wider by tapping into national job boards, industry trade networks, and technical training institutions; these channels often surface candidates that standard local hiring processes miss entirely.  

That said, broader sourcing only works if there’s a structured process behind it. Without that, you’re just adding volume without improving quality.  

Access is the competitive edge. The HVAC skills shortage is real, but it’s not uniform, and that distinction matters. The talent exists. The challenge is knowing where to look and having the structure in place to actually reach it.  

Contractors who recognize this shift early and who are willing to look beyond their immediate market will find themselves with access to a broader, stronger candidate pool than those who don’t. In a tight market, that advantage compounds quickly.